Tag: Recruitment Process

1. Teach Your HR Team to Be Active on LinkedIn

Most of the time, talented candidates are already employed and aren’t actively looking for new opportunities. But you can find them on social networking platforms like LinkedIn where they show off their skills and share their expertise. That’s why your recruiters should create a LinkedIn profile for your organization and share news about vacancies. A well-written job description will attract talent hanging out on the network.

All members of your HR team also need to optimize their personal LinkedIn profiles so passive candidates can find them. Make sure your recruiters know how to effectively search for LinkedIn profiles of professionals who have the right skills and qualifications. Once they identify these candidates, recruiters should have engaging recruitment messages on hand so they can approach and target these professionals.

“If you’re after candidates with niche skill sets, consider building a candidate database. Your recruiters will be able to keep track of professionals and respond quickly to candidates who apply for a position.”

2. Keep Your Recruitment Process Short

Glassdoor recently revealed that the typical hiring process lasts around 22 days. If you ask any candidate, they’ll tell you that three weeks is way too long. A recruitment process that drags along will never attract and engage talent. A slow response from your team won’t keep talented candidates interested in your offer. And other employers might snatch these candidates out of your hands.

How can you shorten your recruitment process? Here are some key strategies you should start implementing in your team right now:

Make your careers website mobile-friendly – candidates like to check new job offers on mobile devices, so reach them by optimizing your content for mobile.

Ensure that your team reviews applications daily – you can’t afford to lose talented leads who come knocking at your door. Recruiters need to pay close attention to incoming applications and address them promptly.

Schedule interviews as soon as you accept a resume – your HR team should quickly respond to applications from talent and be flexible in adjusting to their schedules.

Follow up with candidates on a regular basis – talented candidates need to be informed about their current stage in the recruitment process.

Don’t hesitate to present the offer when the hiring manager agrees to hire a candidate – recruiters should be quick in following up with an offer. It can be the same day or a day after. Otherwise, they risk losing the candidate to another company.

3. Personalize Your Hiring Process

Sometimes it’s hard to imagine that recruiters should personalize their communication when hundreds of candidates apply for vacant positions. Personalization is a challenge, but your team should never forget that resumes represent real human beings who deserve respect. Talented candidates spend a lot of time crafting their resumes and tailoring their applications to match the job description. From their perspective, it’s fair to expect a personalized approach in return.

A cold and impersonal recruitment process will inevitably damage your employer brand. You’ll never attract the type of candidates that you’re trying to source. Help your HR team realize that every time they get in touch with a candidate, they’re representing your company. The hiring process should be efficient and transparent. That’s how you build a positive employer brand that catches the eye of top talent.

4. Emphasize Return on Investment (ROI)

A recent report showed that companies that actively source talented candidates can boost their revenue by over 200% compared to organizations that don’t engage in such activities. That’s why your HR team should stop focusing exclusively on candidate skills and qualifications, and look instead into their quantifiable achievements. If a candidate writes on their resume that they’ve increased sales by 12%, your team can bet that they will achieve similar results in the position they’re trying to fill.

Your HR team needs to have a good understanding of how significant ROI and revenue are for your company. They’ll look for candidates who can streamline processes and optimize them to impact your bottom line.

Key Takeaway

Attracting, sourcing and engaging talent is a top priority for every organization these days. You need a smooth and personalized recruitment process to engage these passive candidates efficiently, especially if you’re searching for unique skill sets. Use these four strategies to teach your HR team how to hire the most impressive talent in your niche.

The recruitment process comes about because of a need for employees by an organization to carry out different tasks. Once the need arises the recruitment process has been initiated. In order to understand what the recruitment process is all about, lets firstly set the foundation by having a concrete definition of what the recruitment process really is. Recruitment is a systematic process of finding and hiring suitable candidates, from within or outside an organization, for an open job post in a timely manner. The recruitment process can be a long and exhausting process, however with a strategic team, the process can be finished in the shortest possible time. This process can be summarized into five easy steps.

The first step is analyzing. Within this step, the organization that needs the candidate does their research to see how many spaces they need to be filled and what positions are to be filled. This is a very important step, as this step analyses the job description for the open positions within the firm. Without a job description things are like a train at top speed that has lost all control, so it is very imperative to have the job description sorted out.

The next step is the attraction. Within this step, the necessary tools are used to drive interested candidates to apply for that job. Without this step, there will be no candidates to be considered for the position.

The next step involves screening the candidates. Within this step, the candidates undergo a preliminary interview, that determines who has the required set of qualifications for the specified job post. This step is also important as it reduces the number of unqualified applications sent in to the recruiter.

The fourth step involves doing a more in depth interview that will really determine whether or not the applicant is able to fulfil the requirements of the job.

And the final step involves assimilating the qualified candidates within the position within the organization.

As stated before, the recruitment process can be very tedious without a very strategic team as Caribbean HR Solutions. As such we are always ready to take that burden from your shoulders, and do the recruiting for you. We have filled both small and big gaps, so come in and have a conversation with us today.

We provide a unique approach to HR Outsourcing that allows you to focus more on developing your business. Caribbean HR Solutions is a team of experienced and certified experts in Human Resources, Executive Search, High Volume Recruiting, Training, Compensation Design, Benefits and Payroll Administration. We ensure you receive a cost-effective, process-driven solution. Because we believe that Talent Matters.